Use this sample and step by step explanation to craft a meaningful employee performance feedback review for a billing manager. Find the right words with quality phrases.

A Billing Manager is liable for leading and planning all billing operations, maintaining revenue by establishing, implementing and controlling the billing system as well as streamlining ongoing billing processes across multiple markets. This job is highly visible and requires a strong leader with the ability to prioritize, plan and direct the department.

Other essential responsibilities include overseeing and streamlining billing and collections processes, closing of the billing group information every end of the month, planning and implementing quality assurance for all operations, staffing discussions, and planning interviews, assisting with the implementation of a new billing system, meeting billing financial standards through providing an annual billing budget information, monitoring expenditures, implementing corrective actions as required by the company, accomplishing billing departmental objectives by measuring the billing results against the plans.

Employee Performance Review Sample

Instructions

Rating: Rate the employee against the core skills based on how well he/she demonstrates each skill. Give scores 1, 2, or 3 for each rating depending on the employee's performance.

Comments: Use this area to give examples of employee's performance phrases. The phrases should describe how well an employee has performed on previously set goals based on the given core skill.

Summary: Use this section to give a summary of the employee's strengths and areas for improvement or development. Recommend a step increase for an employee who has met the expectations and performance improvement plans for one who doesn't meet expectations.

Human Resources Review: Human resources manager must examine and indicate whether he/she concurs with the evaluation and comments. If the manager agrees, then he/she must sign the evaluation form. If he/she doesn't concur, then he/she must provide reasons explaining why this is so.

Signatures: Sign the evaluation form and give it to the employee to go through and answer the Self Evaluation Questions. Ask him/her to sign and date the evaluation form before giving it back to the human resources for filing.

Rating Meaning

The employee fails to perform the most important aspects of the job satisfactorily. Requires close guidance to carry out routine jobs. He/she needs significant improvement in all areas. Meetings should be held between the employee and the supervisor to discuss performance deficiencies.

1

Employee routinely meets and exceeds expectations in all areas of responsibility. Produces high-quality work that at times exceeds expectations. Consistently meets the most critical annual goals. Occasionally produces timely and accurate results.

2

The employee consistently and significantly exceeds the communicated expectations by producing exceptionally high-quality work. He/she demonstrates exceptional knowledge of his/her duties and is highly recognized by others as an authority in his/her area of work.

3

Supervisor's Feedback

Skill

Comments

Rating

ADMINISTRATIVE SKILLS: Administrative Skills are all the services related to the running of a business or keeping an office organized while supporting the efforts of the management team.

Fails to meet expectations in an effective and timely manner.

Does not know how to use technology related equipment and processes properly.

2

FINANCIAL MANAGEMENT: Financial Management is the skill of learning how to handle accounting, finance, and organizational management through providing daily data on the operations that take place every day.

Waits until when the company faces financial problems to apply for loans and other credit

Does not create a cash flow budget thus loses track of how the company pays its expenses and how revenues are managed

1

PROJECT MANAGEMENT: Project Management is structuring a to-do list for your project or company containing tasks and responsibilities as well as creating a roadmap for the execution of those duties promptly.

Has poor organization skills thus sometimes fails to know who does what, and when, or whether a project is complete or not

Does not find out the factors that could affect the project quality such as lack of training or change in suppliers